The challenges law firms face when attracting talent according to One Advanced
The legal market is currently in the midst of a talent shortage and competition for the best talent has hardly been higher. Even with wage increases and senior role offerings to attract these lawyers, many firms continue to struggle with attracting and retaining talent.
This not only has an impact on the ability to have the best people for your business, but the amount of time it takes to replace a lawyer and have them fully functioning within a role is pushing close to half a year, which is incredibly disruptive and heavily impacts against performance targets.
In this blog, we’ll highlight a few of the challenges law firms need to have a strategy for when considering talent retention and attraction.
“Can I work from home?”
A question that was seldom asked before 2020, but the tide towards flexible working has not abated since. Even with half of law firms calling for more days in the office, law firms will need to be able to offer some flexibility and show some trust and empowerment in allowing staff to be able to work in ways that suit them and are most productive.
Embracing flexible working arrangements, whether through remote work options or alternative scheduling models, can significantly enhance a firm’s attractiveness to top talent. Our Legal Sector Trends Report shows that law firm employees are now working an average 3.2 days a week in the office with the rest of their time spent working remotely, either from home, court, a client’s offices or even while travelling.
Utilising infrastructure and technology that allows for this flexibility will allow you to not only embrace flexibility, but also improve collaboration and productivity. By looking at the processes and infrastructure available – you are not only improving your chances with flexibility, but also by having an operation that helps staff reach their targets more easily.
Furthermore, the traditional notion of work-life balance is evolving into a more holistic concept of work-life integration. Candidates are increasingly seeking opportunities where they can pursue their passions and interests both inside and outside the office. Law firms that support employees’ personal pursuits, whether through wellness programs, community involvement initiatives, or flexible time-off policies, demonstrate a commitment to staff well-being, thereby enhancing their appeal to prospective talent.
“Is there room to grow?”
Beyond competitive salaries and prestigious cases, prospective hires seek a supportive work culture where they feel valued and empowered to excel. Mentorship programs that pair junior associates with seasoned professionals not only foster professional development but also cultivate a sense of belonging within the firm. Providing ongoing feedback, recognition for achievements, and opportunities for advancement are essential components.
Mentorship and career guidance is more sought after than you may believe, and integrating structured mentorship programs into the workplace can significantly reduce turnover rates. When questioned why lawyers are leaving their role, the majority at 36% say its due to a lack of mentorship and career guidance.
Ambitious legal professionals are driven by the desire for continuous growth and learning. Law firms that prioritise professional development initiatives, such as training programs, workshops, and access to cutting-edge resources, are more likely to attract top talent seeking to expand their skill sets and stay abreast of industry trends. Additionally, offering clear pathways for career progression and advancement demonstrates a firm’s commitment to investing in its employees’ long-term success.
“How inclusive is the firm?”
Diversity and inclusion have become non-negotiable priorities for modern workplaces, including law firms. Prospective talent seeks an environment where diverse perspectives are celebrated, and inclusivity is woven into the fabric of the organisational culture. Firms that actively promote diversity initiatives, equitable hiring practices, and create a welcoming atmosphere for individuals from all backgrounds are better positioned to attract a diverse pool of candidates.
Employees are more likely to be engaged when they are happy in their role and firm, and the Thomson Reuters Stellar Performance 2023 report found that the culture (22%) and the people (20%) were the top results for the question ‘What do you value most about your firm’.
The challenges law firms face in attracting top talent stem from a disconnect between traditional practices and the evolving preferences of today’s workforce. By embracing flexibility, cultivating a supportive culture and prioritising professional development, law firms can position themselves as employers of choice in the competitive legal landscape. Ultimately, by addressing these hurdles head-on, law firms can unlock the full potential of their talent acquisition efforts and propel their organisations toward sustainable growth and success.
